00:31:32 Matthew Cinelli: Do you bring the arch, or does the org bring it 00:32:36 Matthew Cinelli: We were given one, customized for our org, from a solution partner who benchmarked all profiles against the industry 00:33:13 Juselly French: It is very valuable to see the focus in the micro-organizational elements of job design. My question is, how about the integration of those roles into workflows to facilitate decisions about ways of working? 00:34:43 Lindsey Fenton: Reacted to "It is very valuable ..." with βž• 00:33:25 Matthew Cinelli: Our profiles were governed at 70% with 30% flex around specific roles. 00:33:38 Lindsey Fenton: I find the challenge with job benchmarking and comp analysis is that, by design, it's always backwards looking - you are looking at what HAS happened. Very challenging when you have innovation needs 00:34:52 Michael Imperato: Reacted to "I find the challenge..." with πŸ‘ 00:35:29 Matt Cinelli: Replying to "I find the challenge..."They need to be updated periodically, as comp ranges are quarterly 00:36:08 Lindsey Fenton: Replying to "I find the challenge..."Agreed, but still a challenge. First, to do so quarterly. But if you need something totally brand new the backwards looking information only gets you so far 00:36:38 Matt Cinelli: Reacted to "Agreed, but still a ..." with πŸ‘πŸΌ 00:38:44 Lindsey Fenton: Replying to "I find the challenge..."Exactly - that's where I think AI can be very beneficial. And in updating information quarterly πŸ™‚ 00:42:13 Matt Cinelli: Reacted to "Exactly - that's whe..." with πŸ‘πŸΌ 00:41:59 Matt Cinelli: Replying to "I find the challenge..."Some role categories may be more static, even with new skills (AI), while others will be more changeable 00:37:54 Matt Cinelli: that flexibility should be enabled, built in when new roles are created or required. Perhaps Ai can do some prediction. 00:38:26 Lindsey Fenton: Reacted to "that flexibility sho..." with πŸ’― 00:40:27 Emma Cook: Is this based on role titles - or can you feed more details e.g role descriptions and or skills 00:42:23 Lindsey Fenton: Replying to "Is this based on rol..."I've started using co-pilot with some basic chat prompts to start to cull through duplicative responsibilities. Its clunky but AI makes it a lot faster than before! 00:42:27 Juselly French: So is it accurate to say that Henshaw provides summaries of large data? What else is AI doing for the user of OrgVue? For instance, is it able to do predictions or to model different scenarios? 00:42:40 Teresa Mazur: Once this foundation is set, are you able to model organization scenarios, e.g. move X# of XYZ (data analytics) roles to another location (India), i.e. will cost X, or talent is/is not available? 00:43:10 Matt Cinelli: What is the criteria for clusters? Are they specified internally, or based on...what data?? 00:44:01 Andrea Voltan: Do you think that we need alignment between job titles and job roles? due to the fact that Job titles in certain ways are more marketing/negotiable factor? 00:44:47 Juselly French: Is the job description tool an LLM that compares the wording with skills from applicants or from current employees as entered into the HRIS? 00:46:11 Jeanna Kozak: @Andrea Voltan @Juselly French let me know if you don’t see the answer to your question in this next section John is covering 00:46:56 Juselly French: And very importantly: Can the user modify the underlying algorithms or are the algorithms proprietary of OrgVue? How does the system "learn" from the specifics of the user organization or do we rely on the learning from OrgVue as tool? 00:47:17 Matt Cinelli: Reacted to "And very importantly..." with πŸ‘πŸΌ 00:47:41 Lindsey Fenton: TO clarify (in the taxonomies section) its beginning to identify potential duplication from the title or from the duties within the job profile? 00:50:55 Matt Cinelli: Some consultante also collect and curate industry benchmarks for profile and comp levels 00:51:42 Juselly French: With what John is saying, to strengthen the "learning" ability of the system, is there an additional Agentic module that the user entity has to acquire so the job architecture processes can be learned by the tool and optimized for org design? 00:52:33 Juselly French: Sorry about all the questions. Please let me know if it is better for me to take these off-line so I am not hoarding all the time 00:52:50 Jeanna Kozak: Questions are what we are here for :-) 00:53:59 Paula Bateman: Can you see scenarios side by side in the system to compare and adapt? 00:54:31 Paula Bateman: Reacted to "Can you see scenario..." with πŸ‘ 00:54:56 Matt Cinelli: Replying to "Can you see scenario..."or sav multiple scenarios for comparison?? 00:55:36 Lindsey Fenton: AI cut John off πŸ˜† 00:55:46 Chika Nwabuoku: Reacted to "AI cut John off πŸ˜†" with πŸ˜‚ 00:55:52 Juselly French: Reacted to "AI cut John off πŸ˜†" with πŸ˜‚ 00:57:40 Andrea Voltan: How you distinguish as job title the job role Compensation Analyst I, II, III? 00:59:30 Juselly French: Reacted to "@Andrea Voltan @Juse..." with πŸ‘ 00:59:55 Lindsey Fenton: We could have a whole seminar on levels and titles. I bet we all have opinions and thoughts on that!! 01:00:03 Jill Dobbe: Reacted to "We could have a whol..." with πŸ’― 01:02:14 Chika Nwabuoku: So can one say positions are job titles 01:03:11 Chika Nwabuoku: While we are here, can we say roles are also jobs 01:03:43 Matt Cinelli: Looks like role is the highest aggregation of multiple positions 01:04:23 Vincent Favre: Replying to "Looks like role is t..."Exactly, for example at Danone we have 90,000 positions, and 1,300 roles 01:04:17 Lindsey Fenton: Reacted to "Looks like role is t..." with πŸ‘πŸ» 01:05:41 Chika Nwabuoku: Replying to "Looks like role is t…"In my org, it’s actually between jobs and titles; we have over 1,000 titles and 600 jobs 01:04:12 Lindsey Fenton: Definition of role/position/job may also vary based on our industry and/or country 01:04:19 Jill Dobbe: Reacted to "Definition of role/p..." with πŸ’― 01:05:05 Matt Cinelli: Replying to "Definition of role/p..."We allowed individual managers to flex up to 30% but 70% of the "profile" or job needs to remain consistent for that level. 01:06:03 Chika Nwabuoku: Reacted to "Definition of role/p…" with πŸ€” 01:04:53 Jeanna Kozak: Yes and between companies. At Meta for example a director runs a global function. Other places a director runs a small team 01:05:00 Lindsey Fenton: Reacted to "Yes and between comp..." with πŸ’― 01:05:29 Bhavna Khar: Reacted to "Yes and between co..." with πŸ’― 01:10:42 Peter Swanson: Reacted to "Yes and between comp..." with πŸ‘ 01:06:47 Juselly French: @John Lyon So the supply and demand in jobs is determined by the clustering algorithm? Is there any overlay with labor data from external sources about the future of work or ways to incorporate -for instance- the location strategy? 01:07:13 Lindsey Fenton: Technology as a tool, not the complete solution 01:07:31 Ellyn Shaffner: Reacted to "Technology as a to..." with πŸ’― 01:13:24 Jill Dobbe: Reacted to "Technology as a tool..." with πŸ’― 01:07:54 Peter Swanson: So it sounds like Orgvue is great for bringing clarity of current state and the confusion that can reign around this. What about mapping to future states, new strategies/innovation needs etc? 01:13:26 Valerie Yates: I can really see how using Orgvue to get clarity on the current state, designing the future state … and, yes definitely an accelerator in M&A integration! I am interested in how a consultant subscribes or purchases Orgvue? 01:13:44 Michelle Powell: Thank you! 01:13:47 Agata Wojtatowicz: Thank you ! 01:13:51 Juan Ignacio Vega: Thanks for sharing this information with us 01:14:01 Juselly French: Great presentation. Thank you Jill and John. Great to see you Jill again! 01:14:17 Betzi Kuriakose: Thank you 01:14:22 Peter Swanson: Many thanks - interesting and useful 01:14:26 Matt Cinelli: thank you all, resistance, extra work and effort on top of existing job! 01:15:09 Vincent Favre: thank you! 01:15:09 Juselly French: Great to see the ODF crowd! 01:15:20 Peter Swanson: Reacted to "Great to see the ODF..." with ❀️